Being a successful business owner is about more than just satisfying your customers and making a profit. All businesses depend on employees to take care of everyday tasks that keep the business moving forward. Whether it’s opening a store on time, keeping a retail shop clean, bringing in new clients, or physically producing a product, you’re nothing without these employees. Taking care of them by making sure your business operations comply with state and federal labor laws can be difficult without an online HR provider in NYC.
Read on to learn more about three common ways NYC businesses find themselves in violation of labor laws, and at risk for costly lawsuits from your beloved employees.
Occupational Safety and Hazard Act (OSHA)
You shovel the sidewalk and repair stair railings so that your customers will always be safe; but how often do you inspect your workplace for conditions that could be potentially hazardous to your employees? Poor ventilation; a lack of sufficient lighting in all workstations and warehouse space; proximity to dangerous chemicals; office spaces that are cluttered and disorganized; and desks, chairs, computers, and other workstations that aren’t ergonomically-correct all constitute violations of OSHA.
Fair Labor Standards Act (FLSA)
Have you ever demanded that an employee come in on Saturday to help with a big project that’s due on Monday? Did you forget to hang the mandatory FLSA posters in approved areas of your office or facility so that employees can educate themselves about the details of the law? Though innocent on the surface, these are both serious violations of the Fair Labor Standards Act that could get your company in big trouble with authorities.
Employment Retirement Income Security Act (ERISA)
“How an employer manages benefits has come under increasing scrutiny since the Healthcare Reform movement,” reports RocketLawyer.com. “The Employment Retirement Income Security Act (ERISA) is a law that falls under the benefit category when it comes to managing employee retirement savings plans. That means if you offer retirement benefits, you must disclose this information clearly to eligible employees, plus maintain accurate data and reports and be prepared for audits by the US government.”
Hiring The Medical Link to evaluate your HR service provider can take the burden of worrying about these laws off your shoulders. If you’d rather worry about innovating and serving your customers, and less about labor laws, contact us today.
